Organisational Behaviour Report: Analysing ASDA's Power and Culture

This report examines the organisational behaviour of ASDA, a British international grocery retail company, focusing on how organisational culture, power dynamics, and political influences affect individual and team behaviour. The report begins by defining organisational behaviour and its relevance to business effectiveness, then delves into ASDA's organisational culture, including Handy's Model and Hofstede's Cultural Dimensions, and explores how these factors shape employee engagement and performance. It also analyses the impact of organisational politics on employee productivity and the importance of transparency to mitigate negative effects. Furthermore, the report discusses various forms of power within ASDA and how managers can influence their teams effectively. The second part of the report focuses on motivation, exploring content and process theories, including Maslow's Hierarchy of Needs, and how these theories can be applied to enhance employee motivation and achieve organisational goals. The report highlights the importance of both intrinsic and extrinsic motivation strategies for fostering a positive and productive work environment within ASDA.

Organisational
Behaviour

INTRODUCTION
Organisational behaviour is explained as application & examination of performance of
people, teams and units in working environment. There are numerous actions engaged in OB
such as considerate, organizing predicating a person’s behaviour. This is a field that offers
determination of people, teams and organization on behaviour of the firm. This information is
useful for maximising effectiveness and productivity of business venture (McShane and et. al.,
2018). This concept is associated to different organisational complexities such as employee
execution, incentives, business environment and many more. The organisation that is considered
in this document is ASDA which a British international groceries retail company and is
headquartered in UK. The written document will explain about civilizing, political and power
influence on the company and administration. Also there are pertinent concepts and theories
determined which are utilised by ASDA to offer optimistic atmosphere in working surroundings.
TASK 1
How an organisation’s power, culture and politics influence individual and team behaviour
Organisational behaviour is described as study that determines effect on individual’s
execution cause of diverse components like power, politics and cultural. Every company has
different manner of working and functioning (ASDA. 2020). ASDA is an international retail
company of UK and it provides healthy and positive workplace to workers so that it is able to
accomplish desired aims of organisation.
Organisational Culture
“According to Edgar Schein, Organisational culture can be explained as a pattern of basic
assumptions-invented, discovered or developed by a govern team as it learns to cope with its
issues of external adaptation and internal integration that has worked well enough to be
considered valuable and, therefore, to be taught to new members as the correct way to perceive,
think and feel in relation to those problems.” This is of working of several companies in working
environment. There is both favourable and unfavourable influence on individual’s cause of
civilization pursued in that venture. If there is healthy and optimistic atmosphere at place of work
and all the workers are extravagance in same way, then it maximises employee fulfilment and
faithfulness (Organisational Culture: Meaning, Characteristics, Typology and Other Details.
2020). In some firms manpower do not have liberty to share their ideas and views with their
1

seniors. It reduces workers engagement in determination devising of the establishment (Balwant,
2018). It is crucial for enterprises to have favourable environment at place of work. In orientation
to ASDA, there are several kinds of cultural accepted by administrators. These are defined as
under:
Handy’s Model of Organisational Culture
Power culture- According to this civilization, there are few policies and laws that are
pursued by all workers. Few workers and administrators are provided authority to create
determination. Manpower is moderator on the basis of what they accomplish. This directs to fast
determination devising (Nuckcheddy, 2018). This is a strong culture for an immense culture for
ASDA to utilise fro devising fast decisions are produced for addressing particular issues or tasks.
Task culture- It is created when groups of the company are shaped for deal with
particular complexities or tasks. Work and task is most crucial factor thus, power in groups is
often transferred and this based upon integration of group people.
Person culture- In this culture, people are measured as exclusive and better to the firm.
Enterprises survive for devising individual exertion (Handy’s Model of Organisational Culture.
2020). This is purely assortment of people who will be performing for similar firm.
Role culture- This civilization is supported to few regulations. These are extremely
embarrassed and each people know what are their duties and accountabilities. These kinds of
companies are essentially officious.
It is essential that ASDA must offer to favourable culture to workers for maximising their
effectiveness and execution. When workers get reward and appreciation for their good
performance, this generates positivity in mind of others to more hard work in achieving
organisational aims.
Hofstede’s Cultural Dimensions
Hofstede Cultural Dimension Model –
Hofstede Cultural model comprise of various parameters, some of them are defined as below:
Masculinity vs Femininity –It is the first parameter of this model. This refers to the distribution
of roles between men and women. The organization culture of ASDA is focused to maintain
health ration between men and women for role and power distribution.
Individualism and Collectivism - This parameter explains the strength of ties that people have
to others within their organization. High level of individualism leads focus on individual
2

achievement and performance whereas collectivism ensures overall growth of people in the
organization and focuses on collective achievement of the organization goals.
Uncertainty Avoidance Index –This parameter of culture describes how well people in an
organization can cope with uncertainty and anxiety. In ASDA employees takes the decision
looking at the future environment for better management of uncertainty.
Long Vs Short Term Orientation –It refers to the time horizon people in an organization
displays. Long term orientation people tends to be modest, pragmatic and more thrifty whereas
short term orientation people tend to place more emphasis on principles, consistency and truth.
Rise of globalisation and digital technology and their influence on organisational culture –
In present era, due to rise of globalisation use of digital technology is augment and the business
organizations utilize these tools for the accomplishment of the firm. The use of technology
optimistically affects the organisation’s culture in term of engaging employees in a scalable way
to develop the working environment. IN ASDA, the company utilize digital technology in term
of promoting its products and services and delivering them to its consumers. This positively
influences organization in term of making good relation with customers by offering goods as per
their culture and fulfilling their needs.
Politics
This is acknowledged as irritation action which is basically completed by non- executing
workers of the company. Their purpose is to earn concentration and divert hard functioning
workers. There is case of intrinsic politics in almost all company. Politics of company is
classified in to four kind i.e. prepares, rocks, high grounds and woods. Weeds consist private
impact and casual systems. These develop enthusiastically and produce obviously without any
preservation. High grounds are amalgamation of formal power with organisational systems that
includes of organizations, policies, events and directions. Rocks are those that rest on people
communications and formal sources of governance. Woods are mentioned as official activity and
directions (Jacobs and Manzi, 2019). Companies have proper norms, unspoken routines and
unseen suppositions. When there is occurrence of actions connected to organisational politics,
then there are such customs in which workers are influenced:
Demonization of employees- Sometimes workers that are engaged in doing irritation
actions are apprised by administrator. Other employees who perform well and work hard are
demotivated if they are not get reward.
3

Productivity is decreased- Workers and workforce engaged in politics do not exertion
perfect and they are not helpful towards their job position and accountabilities (Homberg, Vogel
and Weiherl, 2019). While performing ineffective activities, they are not capable to concentrates
on accomplishing business aims and targets.
Ambience is spoiled- Organisational policies generates unfavourable atmosphere in
working environment. Workers who are engaged in abusing others and harassment subordinates
are not able to accomplish their aims in set time duration.
In reference to ASDA, the administration assures that such action do exist in working
environment. To evade organisational politics, the company should make maximisation n job
fulfilment so that workers will not engage in improper action, Transparency in other component
that can be administrated by administrator of ASDA decreasing politics. This maximises
awareness about organisation’s objective in all employees.
Organisational Power
It is acknowledged as ability of an individual to create other person to do their duties as
per set guidelines. In ASDA, manager is those people who frame strategies and plans so that
employees perform their responsibilities according to set plans and plan of action to accomplish
organisational objectives. Senior of managers must have ability to influence other people of
company and attain business aim (French and Raven’s Five Forms of Power. 2020). In
respective business, there are several power offers to managers, some them as below:
Legitimate power- According to this, administrators have authority of place or position. It
considers order and manage organization.
Reward power- The manager of this authority provides admiration and remunerations to
workforce to do rather enormous for venture. In ASDA, managers offer attractive rewards to
execute extraordinarily.
Referent Power- It is recognized as alternative of quality and also considers the authority that
helps to get attention and make faithfulness in them (Alblas, Wijsman and van Noort, 2019).
Informational Power– It consists influence of having data that other individual do not have.
This comprises having knowledge of rivals’ strategy and decision based data etc.
Expert Power– It generates when a person is having in deepness information, specification
and information in region of company and marketplace.
4

There are several power exits with managers of ASDA and they have to handle and
administrate their assistants. Power is offered by administrators so that they can powerfully
determine needs of their workers and give them right direction (Paull and Whitsed, 2018). The
best suitable and effective power in context of ASDA is reward power because workforce
attracts towards rewards and bonuses for performing their work in effective manner.
Determine how culture, politics and power can influence individual and team behaviour
There is reduction in efficiency and competence of the organisation if power, culture and
politics are not utilised in better. There is power culture adopted in ASDA and it declines
efficiency and effectiveness of each employee functioning in the firm. When administrators
utilise their power in favourable manner, it is good. Apart from this, if the power is utilised in
negative way then it affect productivity of company. Unfavourable politics considers favouritism
and workers can be harassed by partiality. Thus, in ASDA, managers have to assure that no such
action is taking place in working environment.
TASK 2
How content and process theories of motivation techniques enable to accomplish goals
Employee encouragement is explained as degree of commitment, energy and creativity that
must be exist in employees of a company. It is crucial for administrators to encourage their
workers in context of improve their competence and efficiency. Administration of ASDA is
concerned about the manners of encouraging workers as in this form; it will accomplish business
aims and objectives in less time. Incentive is the core concept of management and for each
establishment, the manager is accountable to coordinate and motivate employees. There are
several motivation theories and concepts which assist in determining wants and desires of
workers and how to maximise level of fulfilment (Odor, 2018). There are generally two types of
inspiration such as inherent and extrinsic enthusiasm. The advantages of these inspiration offer
healthy workplace.
Intrinsic Motivation Extrinsic Motivation
It is explain as a form of encouragement that
comes from inside of a person and do not
require any type of extra efforts, It is a form of
motivation that is quite rare but effective for
It is considered as a motivation that comes
from several external components. In this case,
people needs diverse assets of motivation like
5

company. money, position, progress and power etc.
Motivational Theories
There are several concepts of motivation and used by management of organisations in term
of encouraging employees. Positive attitude regarding work is important for determining and
finding out competency of a person to work (Tjahjono, Fachrunnisa and Palupi, 2019). The
descriptions of different motivational theories that can be adopted by ASDA are explained as
under:
Maslow Hierarchy of Need Theory- It is an effective concept that was formulated by Abraham
Maslow in 1950. There are generally five phases within this motivational theory and these stages
consider different levels of fulfilment of employees’ need and demands. The administrator of
ASDA encourages workers by providing satisfaction to the need at each phase. The brief
explanation of this concept in reference to ASDA is as under:
Physiological needs: It is the first and foremost stage which includes all the general
requirement of people like need of food, water, and clothes and shelter etc. These kinds of needs
and necessities are fulfilled by company by offering a good pay to employees. This encourages
them to perform their work in effective manner and accomplish the task aim in better manner.
Safety & security Needs: This stage of need consider requirement of safety and security in
term of job, fund and heath. When a person do work in a company these kinds of needs are occur
and highly required to motivate the individual. In ASDA, these needs can be satisfied by
company by offering a healthy and safe workplace, job security, health, life and disability
insurance, medical benefits and many more to workforce so that they can perform their duties in
effective manner.
Social Needs: It is another kind of needs which occur after satisfaction of physiological and
social needs. As per this phase, a person requires to have social requirements because the
individual is a social animal (Mansouri, Singh and Khan, 2018). The person requires affection,
emotional peace of mind, positivity of minds and social status, In ASDA, workers are offers all
advantages so that they have good reputation in society.
Esteem Needs: Under this phase, people have esteem and self reliance need. With in it,
the employees have need of growth, development and respect. In ASDA, the administrators are
fulfilled it by offering training and development programmes, performance appraisal activity for
6

promotion and many more (Ahmad and et. al., 2018). When a person perform good in a task or
rewarded for this then that individual is respected by others, this increase the level of motivation.
Self-Actualization Needs: It is the final stage, in this phase, the employees have the need of
progress and success, In ASDA, this can be fulfilled by offering an effective salary to workers as
well organising knowledge conferences so that they can create development in their knowledge
with the motive of fulfilling this kind of need. This make development in their efficient and they
feel motivated or execute their task and work in effective manner.
Vroom's Expectancy Theory
This motivational concept was developed by Victor Vroom in 1964. There are generally
three aspects and the description of them as under in reference to ASDA:
Expectancy: As per it, each employee requires to develop quality of his work and
performance. If workers are not able to do task and operations in an effective manner, then
performance or productivity of work influence in negative manner. It has been said that each
individual have their own execution degree that is needed to execute elevated excellence
exertion.
Instrumentality: An individual is encouraged when they are engaged regarding working in a
firm. In ASDA administrators consists potential and skills staff in determination devising of
organisation.
Valency: According to this aspect, each person has different experience and knowledge.
Workers of ASDA are encouraged by determining their needs and anticipations. With purpose of
motivating them, the management can reward them for their effective performance
In reference to ASDA, there are number of employees working and providing their
contribution in running the business of organisation. There is contribution of several plans of
actions, planning and manpower behind growth of respective venture (Waterson, 2018). The
administration of ASDA, rewarding its employees for motivating them so that they can execute
their task in better form and attaining the objective. New and young employees are ASDA
concentrate mush when it comes to motivation.
Evaluate how to influence the behaviour of other by application of motivational theories
It has been critically measured that all these conception applied in the firm in an efficient
form so that they can encourage their staff members. Such theories influence behaviour of
employee in a favourable manner (Batten, Lončarski and Szilagyi, 2018). If these conceptions do
7

not apply appropriately in the corporation, then it will affect the all over performance and
productivity of company in negative form.
TASK 3
What makes an effective team as opposed to an ineffective team
Teams refers to a group of unit of people that are build to perform a task to accomplish their
common goals by setting objective and framing effective strategies. In context of ASDA, the
managers build a team and group to perform a task and project by selecting skilled and
knowledgeable individual that are able to attain the objective f that task within in grated time
duration. There are two kinds of groups that are existing in a company such as effective and
ineffective teams.
Efficient groups are those team which have obvious goal and objective, The member of this
group have potential to accomplish all the tasks in set time or in systematic way. These kinds of
teams are crucial for the development and success of business ventures. Whereas ineffective
teams refers to those units of people who have not motive or purpose. The people of ineffective
team are having clarity about their task aims. There is more probability of incident of arsing
problems in these kind of groups. Such groups are effective for ASDA as its influence
performance and productivity of establishment.
Tuckman Theory of team development
This assumption was developed by Bruce Tuckman in 1966 with the purpose of building
and making an effective team to accomplish the objective of a task in which people are working
to attain a common goal (Intezari and McKenna, 2018). This concept includes five phases of
team development that are defined as under:
Forming- It s the first phase of this model and under it, the administration build a team by
short listing skilled and talented employees to accomplish the aims and objective of a task or
project. This phase consider different activities such as collecting information, planning and
binding. Diverse individual who have come for diverse backdrops come together and obtain time
to interact to each other.
Storming- In this phase, the formed assemblage begin contributing their task and sharing
ideas to each other for better attainment of project work (McShane and et. al., 2018). As each of
8

them present their thoughts so there are chance of making trusts and believe on the ideas of
accomplishment of objectives.
Norming- In this stage, teammates work on activities which are decided on values and rules
in which they should be purpose.
Performing- This stage is found out by high extent of autonomy, knowledge,
encouragement and capability.
Adjourning- This is the final phase of group enlargement idea in which group is dissolved
after accomplishment of task objectives.
Team management is a crucial aspect the assists administrators to accomplish and
complete business task and project in set time frame. The administrators of ASDA have to assure
that they are making effective groups that includes all the above defined skills and competencies.
Team administration assists to administrate and organize effectively different responsibilities.
Conflict management s also important factor that is resolved consequently.
Analyse relevant team and group development theories
Tuckman team enlargement concept offer efficiency of group and team management. This
concept is beneficial in maximising bond among employees and devising them work as a group
regarding a shard objective. This concept associated with team development where
administrators make teams so that aims accomplish in such manner that will enhance the
reputation of company in market.
TASK 4
Apply concepts and philosophies of organisations behaviour
Organisational behaviour is the activity of determining the behaviour of humans working in
the company. It considers different components like significance, values, customer, behaviours
and many more. The most essential role of administrator is to accomplish the aims on time and
encourage workers on daily basis (Balwant, 2018). In reference to ASDA, the administrator of
the firm utilise some concepts that are ad under:
Business condition- in respect to ASDA, in current time situation of organisation is not
good due to improper communication between employees which affect the entire performance of
company in unfavourable manner. This creates a lot of conflicts among teammates and affects
9

organisational objectives. To compact with the situations in an extraordinary technique, the
administrator implements Path Goal Theory and the description of this concept is as below:
Path Goal Theory of Leadership
This concept of leadership concentrates on different leadership forms with an aims to
accomplish the objective of establishment (Nuckcheddy, 2018). In context of ASDA, the
organisation wants to maximise motivation of workers and provide contentment to them in
command to increase efficiency.
Employee Characteristics: In reference to ASDA, the high intensity power maximise
information about the wants and demands of their workers so that it is simple to them to
encourage the workforce on a constant base. This improves attitude in the company and
encourage workers to perform regarding aim of the company.
Environment and Task attributes: In this component, leaders o ASDA are majorly
concentrating on the issues that are suffered by workers on assuring that there are not conflicts
occurs in working environment thus improving favourable working era. The whole outcome of it
is that functioning execution and efficiency of manpower are developed.
Leadership Behaviour: In this phase, the leader concentrates on choosing the most suitable
method of guidance when they are totally familiar about employees of company and other
aspects; the impact of this is that administrators of ASDA can effortlessly accomplish their set
production aims and purposes in most efficient form in granted time frame.
In relation with the above Administrators of ASDA concentrates on accepting the most
imperative type of management form that is acknowledged as participative administration
method and it is the form which is majorly concentrated on the functioning and attempt provided
by workers and leaders should also assure that workers are also engaged in the determination
devising activity. This procedure assists in making favourable atmosphere when workforce can
effortlessly examine the complexities suffered by them which making announcement activity
immense (Jacobs and Manzi, 2019). This form of leadership has both favourable and
unfavourable impact. In reference to positive from, workers are encouraged in order to attain set
business goals and improving productivity. Apart from this negative factor is there are options of
having conflicts between teammates. Therefore, mist important feature for ASDA is that they
should provide consideration to both favourable and unfavourable aspect of this concept.
10

Leadership styles- There are several leadership style that accepted by leader to guide employees
in diverse situation. In context of existing situation of conflicts of interpersonal relationship,
leader can adopt some leadership styles that are as below:
Directive- In this leadership form, the leader is responsible to takes decision according
condition and guide people according to them so that they execute well (Ashveen, 2018). ASDA,
in reference to conflict of interpersonal relation, the leader leads all the people by setting a
ordinary objective so that workers can execute regarding it. This will help in improving
relationship between them when they will achieve regarding an ordinary objective.
Participative- By accepting this leadership style, the individual can give a chance to make
participation in decision making process and sharing their ideas of issues. With the help of this
style, the individual can resolution their issues by contribution effective solution that will assist
in making good relations between employees and management.
Motivational factors-There is different motivation factors some of them are as under:
Define goal- With the help of this, leader can explain the aim so that all people work to
achieve it as per situation.
Clarify path- With the assistance of this, the leader can introduce the way of performing
work and attaining objectives.
Remove obstacles- Through this motivational factor, the leader can resolve issues and
complexities of employees that are occurred in the way of achievement of aims and objectives.
Provide support- With the help of it, they can provide support by offering information
about performing task and effective guidance.
Models of organisational behaviour- there are several models of organisational behaviour. As
per current situation of company like Next plc, the organisation can adopt supportive model. The
description of it is as under:
Supportive- It indicates that employees are self encouraged and have value and insight to
make involvement in the organization, beyond just their daily responsibilities. In reference to
ASDA, according conflict of interpersonal situation, the leader can utilise this model and resolve
this complexity by directing employees thoughsetting product examples being measurable and
by involved in diverse work tasks. It will assist in making good relationship and overcome the
current issues.
11

Evaluate how concepts and philosophies of OB inform and influence behaviour
It has been evaluate that OB is a concept that consists Path Goal Theory. It includes several
aspects like employee, task, environment characteristics ad leadership behaviour and style. All
these components participate in handling business circumstances that occur in the environment
(Homberg, Vogel and Weiherl, 2019). Moreover, organisational behaviour philosophies consider
autocratic and contingency philosophy. In context to deal with the complexity of ineffective
communication, administrator of ASDA can utilise Contingency philosophy.
CONCLUSION
This has been summarised form the above mentioned information that behaviour of
individual in the companies is highly impacted the execution of business entity. If the
management do not consider effective power and culture then it affect the performance and
productivity of company as well individual. It is crucial for administrators to examine needs and
demands o workforce so that they can develop a favourable working environment in the
company. For this they can use different motivational concepts and theories. By using effective
team development concepts, the person can build effective group that help in accomplish the
aims and objectives of company in amended manner. Along with this, theories, concept and
philosophies utilised by management team of the firm to provide satisfaction to employees and
leading and directing employees as per the situation so that they perform well in different
business conditions.
REFERENCES
Books & Journals
Ahmad, M. and et. al., 2018. Short measures of organisational commitment, citizenship
behaviour and other employee attitudes and behaviours. Business and Management Studies: An
International Journal, 6(3), pp.516-550.
Alblas, G., Wijsman, E. and van Noort, M., 2019. Organisational Behaviour. Routledge.
Balwant, P.T., 2018. The meaning of student engagement and disengagement in the classroom
context: Lessons from organisational behaviour. Journal of Further and Higher
Education, 42(3), pp.389-401.
Batten, J.A., Lončarski, I. and Szilagyi, P.G., 2018. When kamay met hill: Organisational ethics
in practice. Journal of Business Ethics, 147(4), pp.779-792.
12

Homberg, F., Vogel, R. and Weiherl, J., 2019. Public service motivation and continuous
organizational change: Taking charge behaviour at police services. Public
administration, 97(1), pp.28-47.
Intezari, A. and McKenna, B., 2018. Creating organisational culture. Leadership: Regional and
Global Perspectives, p.160.
Jacobs, K. and Manzi, T., 2019. Conceptualising ‘financialisation’: governance, organisational
behaviour and social interaction in UK housing. International Journal of Housing
Policy, pp.1-19.
Mansouri, A.A.A., Singh, S.K. and Khan, M., 2018. Role of organisational culture, leadership
and organisational citizenship behaviour on knowledge management. International
Journal of Knowledge Management Studies, 9(2), pp.129-143.
McShane, S. and et. al., 2018. Organisational behaviour.
Nuckcheddy, A., 2018. The effect of personality on motivation and organisational
behaviour. Psychol. Behav. Sci. Int. J., 9(2), pp.1-5.
Odor, H.O., 2018. Organisational Change and Development. European Journal of Business
Management, 10(7), pp.58-66.
Paull, M. and Whitsed, C., 2018. Why authenticity in corporate and employee volunteering
matters for employee engagement: an organisational behaviour perspective.
In Disciplining the Undisciplined? (pp. 193-210). Springer, Cham.
Tjahjono, H.K., Fachrunnisa, O. and Palupi, M., 2019. Configuration of organisational justice
and social capital: their impact on satisfaction and commitment. International Journal
of Business Excellence, 17(3), pp.336-360.
Waterson, P. ed., 2018. Patient safety culture: theory, methods and application. CRC Press.
Online
Organisational Culture: Meaning, Characteristics, Typology and Other Details. 2020. [Online].
Available Through: < https://www.yourarticlelibrary.com/organization/organizational-culture/
organisational-culture-meaning-characteristics-typology-and-other-details/
64091#:~:text=According%20to%20Edgar%20Schein%2C%20%E2%80%9COrganisational,and
%2C%20therefore%2C%20to%20be%20taught>.
13

ASDA. 2020. [Online]. Available Through: <
http://www.hrelements.com/wp-content/uploads/2015/09/784-asda-effective-recruitment-and-
selectio>.
Hofstede’s Cultural Dimensions Theory. 2020. [Online]. Available Through: <
https://corporatefinanceinstitute.com/resources/knowledge/other/hofstedes-cultural-dimensions-
theory/>.
French and Raven’s Five Forms of Power. 2020. [Online]. Available Through: <
http://www.free-management-ebooks.com/faqld/leadtheory-05.htm>.
Handy’s Model of Organisational Culture. 2020. [Online]. Available Through: <
https://www.tutor2u.net/business/reference/models-of-organisational-culture-handy>.
14